Employment Equity Policy

1. Introduction and Purpose

Loyalist College is committed to ensuring that employment equity practices are in place to confirm appropriate representation at the College. Employment equity practices seek to ensure that no one is denied employment opportunities or benefits for reasons not related to one’s ability. These practices also seek to correct disadvantages in employment experiences by members of designated equity groups. At Loyalist College, designated equity groups include both those identified in the Employment Equity Act as well two additional groups (Sexual Orientation and/or Gender Identify Minorities and Ethnic Minorities). For the purposes of this policy, the following designated groups are recognized:

More specifically, Loyalist College is guided by the values that define our institution and is committed to:

• Fulfilling its vision and mission in a manner that embraces employment equity.
• Respecting the equal dignity and worth of all who participate in the life, work, and mission of Loyalist College.
• Recruiting and retaining academic, administrative and support staff on the basis of education, qualifications, merit, and achievement, while ensuring that all persons and, in particular, members of designated groups, will have genuine, open and unhindered access to employment opportunities and experiences free from artificial barriers.
• Achieving inclusivity in the workplace so that no member of a designated group is denied employment opportunities or benefits for reasons unrelated to ability by giving effect to the principle that employment equity means more than treating persons in the same way but that it also requires special measures and the accommodation of differences.
• Fostering a sense of belonging for staff.

2. Application

This policy applies to all Loyalist College employees and applicants. This policy applies to hiring, retention, promotion, leadership, and training processes of the College. This policy does not modify or supersede the terms of any collective agreement binding upon the College and shall be read and interpreted in harmony with the terms of any such collective agreement. In the event that any provision of this policy is found to be inconsistent with the provisions of a collective agreement, the collective agreement will prevail.

3. Definitions

Belonging is the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group. It exists when an individual can bring their authentic self to work.

Equity means that people of all identities are treated fairly. Their individual rights, responsibilities and opportunities are not dependent upon identity.

Diversity consists of the conditions, expressions, and experiences of different individuals. It encompasses the unique qualities and characteristics that we all possess.

Inclusion is the cultivation of an environment in which all people are respected, where their differences are embraced, and where they all have access to the same opportunities.

Prohibited Grounds of Discrimination means grounds identified by the Ontario Human Rights Code and include age, ancestry, colour, race, ethnic origin, place of origin, creed (religion), disability, family status, marital status, gender identity, gender expression, sex, sexual orientation, record of offences and socio-economic status.

4. Policy Statement

Loyalist College’s goal is to foster a diverse and inclusive environment by continuous and active engagement of all department and faculty members to remove barriers faced by equity- deserving groups.

Loyalist College will continuously address prohibited grounds of discrimination as related to employment equity-deserving groups that include, as described in Section 1 of this policy. Loyalist College will act by maintaining the following principles:

• Continuing to build a diverse workforce that is representative of the pool of potential candidates with appropriate qualifications from designated groups as described in Section 1 Introduction and Purpose, while retaining individual merit and achievement as the prime criterion for all staffing decision.
• Broadening the voices of Loyalist College employees in broadening the workforce pool with persons from designated groups.
• Ensuring that College policies and practices have a positive impact, directly or indirectly, on the employment experience and advancement of members of designated groups.
• Seeking to increase the diversity of applicants for all academic, administrative and support staff positions.
• Identifying those sectors of the College workforce wherein members of the designated groups are underrepresented and to develop measures to address such underrepresentation.

5. Implementation

Loyalist College will implement this policy by:

• Developing an Employment Equity Plan with guidelines to assist those who make employment decisions in implementing the plan.
• Ensuring that the Employment Equity Plan addresses equity in the hiring, retention, promotion, and recognition in all sectors of the workforce.
• Ensuring that those in positions to make or influence employment decisions are aware of the College’s employment equity policy and Employment Equity Plan.
• Ensuring that all position requirements constitute bona fide and necessary requirements for the position advertised.
• Analyzing appropriate data through an annual survey to report on the status of employment equity.
• Ensuring that academic administrators (deans, chairs, directors) and the heads of administrative and support units actively support the College’s initiatives by furthering the objectives of this policy.

6. References

• Employment Equity Act
• Ontario Human Rights Code
• Guide to Pro-Active Employment Equity Obligation in Ontario’s Provincially Regulated Workplaces